Mladen Adamovic

1.3k total citations
31 papers, 490 citations indexed

About

Mladen Adamovic is a scholar working on Organizational Behavior and Human Resource Management, Sociology and Political Science and Gender Studies. According to data from OpenAlex, Mladen Adamovic has authored 31 papers receiving a total of 490 indexed citations (citations by other indexed papers that have themselves been cited), including 20 papers in Organizational Behavior and Human Resource Management, 18 papers in Sociology and Political Science and 12 papers in Gender Studies. Recurrent topics in Mladen Adamovic's work include Job Satisfaction and Organizational Behavior (18 papers), Gender Diversity and Inequality (12 papers) and Team Dynamics and Performance (5 papers). Mladen Adamovic is often cited by papers focused on Job Satisfaction and Organizational Behavior (18 papers), Gender Diversity and Inequality (12 papers) and Team Dynamics and Performance (5 papers). Mladen Adamovic collaborates with scholars based in Australia, United Kingdom and New Zealand. Mladen Adamovic's co-authors include Andreas Leibbrandt, Jesse E. Olsen, Peter Gahan, Bill Harley, Joshua Healy, David Shallcross, Antonette Mendoza, Daejeong Choi, Víctor Sojo and Melissa Wheeler and has published in prestigious journals such as Personality and Individual Differences, The Leadership Quarterly and International Journal of Information Management.

In The Last Decade

Mladen Adamovic

29 papers receiving 470 citations

Peers

Mladen Adamovic

OBHRM

SPS

COMMU

Miguel R. Olivas‐Luján United States

Jooyeon Son China

David Sikora United States

Guillermo E. Dabos Argentina

Dion Greenidge Barbados

Jenna R. Pieper United States

Elise Marescaux France

Rob Blomme Netherlands

Myung H. Jin United States

Hiba Massoud United Kingdom

Miguel R. Olivas‐Luján United States

Mladen Adamovic

303 ×1.2

OBHRM

197 ×0.9

SPS

110 ×0.8

100 ×1.0

48 ×0.9

COMMU

Citations per year, relative to Mladen Adamovic Mladen Adamovic (= 1×) peers Miguel R. Olivas‐Luján

Countries citing papers authored by Mladen Adamovic

Since Specialization

Citations

This map shows the geographic impact of Mladen Adamovic's research. It shows the number of citations coming from papers published by authors working in each country. You can also color the map by specialization and compare the number of citations received by Mladen Adamovic with the expected number of citations based on a country's size and research output (numbers larger than one mean the country cites Mladen Adamovic more than expected).

Fields of papers citing papers by Mladen Adamovic

Since Specialization

Physical SciencesHealth SciencesLife SciencesSocial Sciences

This network shows the impact of papers produced by Mladen Adamovic. Nodes represent research fields, and links connect fields that are likely to share authors. Colored nodes show fields that tend to cite the papers produced by Mladen Adamovic. The network helps show where Mladen Adamovic may publish in the future.

Co-authorship network of co-authors of Mladen Adamovic

This figure shows the co-authorship network connecting the top 25 collaborators of Mladen Adamovic. A scholar is included among the top collaborators of Mladen Adamovic based on the total number of citations received by their joint publications. Widths of edges represent the number of papers authors have co-authored together. Node borders signify the number of papers an author published with Mladen Adamovic. Mladen Adamovic is excluded from the visualization to improve readability, since they are connected to all nodes in the network.

All Works

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20 of 20 papers shown

Adamovic, Mladen, et al.. (2024). Best management practices for integrating refugee employees. Human Resource Management Journal. 35(1). 91–115.

Adamovic, Mladen. (2023). The cultural influence on employees' preferences for reward allocation rules: A two‐wave survey study in 28 countries. Human Resource Management Journal. 33(4). 889–921. 8 indexed citations

Adamovic, Mladen. (2023). From fair supervisor to satisfied employee: a comparative study of six organizational justice mechanisms. Journal of Managerial Psychology. 38(8). 576–596.

Adamovic, Mladen. (2023). Organizational justice research: A review, synthesis, and research agenda. European Management Review. 20(4). 762–782. 24 indexed citations

Adamovic, Mladen, et al.. (2023). What if the supervisor has a different gender? The roles of value fit, identification, and beliefs in gender equality. Scandinavian Journal of Management. 39(1). 101259–101259. 1 indexed citations

Adamovic, Mladen. (2023). Breaking down power distance into 5 dimensions. Personality and Individual Differences. 208. 112178–112178. 8 indexed citations

Adamovic, Mladen & Andreas Leibbrandt. (2022). A large‐scale field experiment on occupational gender segregation and hiring discrimination. Industrial Relations A Journal of Economy and Society. 62(1). 34–59. 13 indexed citations

Adamovic, Mladen. (2022). Explaining the relationship between age dissimilarity and emotional exhaustion: The roles of social exclusion and cognitive dissimilarity.. International Journal of Stress Management. 29(1). 88–96. 6 indexed citations

Marques‐Quinteiro, Pedro, Hans van Dijk, David R. Peterson, et al.. (2022). A Model of Leadership Transitions in Teams. Group & Organization Management. 47(2). 342–372. 3 indexed citations

10.

Adamovic, Mladen. (2022). Taking a conflict perspective to explain an employee’s creativity. International Journal of Conflict Management. 33(4). 714–737. 1 indexed citations

11.

Adamovic, Mladen, et al.. (2021). Exploring the impacts of the COVID‐19 crisis for the employment prospects of refugees and people seeking asylum in Australia. Australian Journal of Social Issues. 57(1). 88–110. 9 indexed citations

12.

Adamovic, Mladen. (2021). How does employee cultural background influence the effects of telework on job stress? The roles of power distance, individualism, and beliefs about telework. International Journal of Information Management. 62. 102437–102437. 74 indexed citations

13.

Adamovic, Mladen, et al.. (2021). Exploring the adoption of virtual work: the role of virtual work self-efficacy and virtual work climate. The International Journal of Human Resource Management. 33(17). 3492–3525. 44 indexed citations

14.

Adamovic, Mladen, et al.. (2020). Bringing the Leader Back in: Why, How, and When Leadership Empowerment Behavior Shapes Coworker Conflict. Group & Organization Management. 45(5). 599–636. 12 indexed citations

15.

Adamovic, Mladen. (2020). Analyzing discrimination in recruitment: A guide and best practices for resume studies. International Journal of Selection and Assessment. 28(4). 445–464. 16 indexed citations

16.

Adamovic, Mladen. (2020). The vicious cycle of unfairness and conflict in teams. International Journal of Conflict Management. 32(1). 126–157. 12 indexed citations

17.

Adamovic, Mladen, et al.. (2020). Does procedural justice climate increase the identification and engagement of migrant workers? A group engagement model perspective. Personnel Review. 51(1). 377–393. 20 indexed citations

18.

Ordóñez, Camilo, et al.. (2019). Does social mix reduce stigma in public housing? A comparative analysis of two housing estates in Melbourne. Cities. 96. 102458–102458. 22 indexed citations

19.

Adamovic, Mladen, et al.. (2018). Does Procedural Justice Increase the Inclusion of Migrants? A Group Engagement Model Perspective. Academy of Management Proceedings. 2018(1). 15725–15725. 1 indexed citations

20.

Adamovic, Mladen, et al.. (2018). A Distributive Justice Approach to Performance Bonus Systems. Academy of Management Proceedings. 2018(1). 15939–15939. 2 indexed citations

Rankless uses publication and citation data sourced from OpenAlex, an open and comprehensive bibliographic database. While OpenAlex provides broad and valuable coverage of the global research landscape, it—like all bibliographic datasets—has inherent limitations. These include incomplete records, variations in author disambiguation, differences in journal indexing, and delays in data updates. As a result, some metrics and network relationships displayed in Rankless may not fully capture the entirety of a scholar's output or impact.

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